ABSTRACT
This
research was an attempt to examine “Collective Bargaining and organizational
Effectiveness in Nigeria
state owned Enterprises” a case study of Lagos
printing corporation. However, the objectives of this study amongst others
includes, examining Collective Bargaining as a process of achieving industrial
peace when considered along the line of it’s needs and penetration into
management, extent of workers participation, industrial discount, functions of
bargainers, power of bargainers, values of bargainers and third party
involvement.
The
methodology used involved collections of data through primary and secondary
sources. While, Eighty-three (83) structured questionnaires were administered on members of Lagos printing
corporation. But only sixty-six (66) responses were returned. data generated
were analyzed through percentages and the use of chi-square statistical method.
The
findings of the study also look at the organizational effectiveness from the
point of view of it’s sets purpose and the extent of which the purpose has been achieved. This will encompass the group
of people who make use of the organization’s resources through the process of
planning, organizing, controlling, co-ordinating and directing to attain the
states organizational goals.
Also,
information management departments should be created in all branches so as to
improve efficiency and the department so created should not be made to be an
affiliate of any other department.
TABLE OF CONTENTS
Pages
Front
Page
i
Certification
ii
Dedication
iii
Acknowledgment
iv
Abstract
v
Table Of
Contents vi
CHAPTER ONE: INTRODUCTION
1.1 Background
of the Study
1
1.2 Statement
of Problems 3
1.3 Research
Question
4
1.4 Statement
of Hypotheses 4
1.5 Purpose
of Study 5
1.6 Relevant
of the Study 6
1.7 Scope
and Limitations of Study 6
1.8 Definition
of Terms 7
CHAPTER TWO: REVIEW OF RELATED
LITERATURE
2.1 Historical Background 10
2.2 Joint Consultation 11
2.3 Organizational Effectiveness 13
2.4 State Owned Enterprises 14
2.5 Relevant Theories on collective
Bargaining 14
2.6 Management Concepts and Organizational Effectiveness 21
2.7 Managemental
Role and organizational Strategies 30
2.8 Management
by Objectives 32
2.9 Managerial
Control 34
2.10 Areas
of Control 35
2.11 Element of a Control Process 37
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction 40
3.2 Research Design 40
3.3 Source of Data 40
3.4 Population of the Study 41
3.5 Sample Size and Sampling Techniques 41
3.6 Restatement of Research Questions 42
3.7 Restatement
of Research Hypotheses
42
3.8 Validity
of Research Instrument 43
3.9 Reliability of Data Collected 43
3.10 Method of Data Analysis 43
CHAPTER FOUR:
DATA PRESENTATION AND ANALYSIS
4.1 Introduction 45
4.2 Presentation of Data Interpretations 45
4.3 Research Findings 57
4.4 Testing of Hypotheses 57
CHAPTER FIVE : SUMMARY CONCLUSION AND
RECOMMENDATION
5.1 Summary 60
5.2 Conclusion 61
5.3 Recommendations 62
Bibliography 64
Appendix 66
CHAPTER
ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Collective bargaining is
a process in which the employer Or group of employers and workers
representatives or workers Union arrives at or attempt to arrive at a
collective agreement.
Impact of collective
bargaining can also be defined as a Negotiation of working conditions and terms
of employment Between employers, a group of employers or one or more Employers’
organization on the other with a view to reaching Agreement ( Ilo, 1996, pg
656).
It’s also refers to as
the negotiation between employer parties and Trade unions in order to determine
terms and conditions of work and all other aspects and issues arising from the
employment relationship ( Vettoris M-S 2005).
This is done by direct
negotiation by the player’s management, Union representatives and government.
Researching agreement is perhaps what makes negotiation equal to Bargaining.
Otherwise when negotiations go on endlessly without Concrete agreement no bargaining
could be said to have been Struck ( Shola .F. 2007 pg 167).
The issues involved in
impact of collective bargaining includes, ensuring the presence and maintenance
of Peaceful industrial atmosphere which is a necessary pre-requisite For the
continued growth and process of enterprise, it provides a System of
establishing conditions of employment, it provide means by which workers are
represented in decisions affecting their interest, it also represents the
democratic or participative Ingredient necessary to any good work setting.
The Variances in the
aspiration of management and desires of
Workers which results in conflict are the rescue of two parties attempting to
maximize the benefit desirables from each other. While the workers want the management
that would recognize it Contribution to the organization. It tries as much as
possible to Concede the seniority and leadership of management. This is Because
the workers perception of their position is quite different from the way
management sees them. Where management succeeds in recognizing these
expectation there is generally some harmonious relationship but if otherwise,
workers reaction is naturally negative because they feel disappointed and
demonstrated.
Effects of collective bargaining has been misconstrued
by some managers with the result that very low attention is given to it. Such
managers believe that the industrial unions are only Interested in discussing
proposals and demand put forward by the union rather than contributing to the
development and growth of The organization.
This misconception
portray the unions as trouble makes confussionist, desrupters of peace and
those who rejoice by creating a situation of Anarchy: Leading to disrupt,
hatred, bitterness, disrespect and antipathy.
Following the wrong
notion of industrial relations, some industrial relation personnel are usually
not objective in their assessment of proposals made to the management by
industrial unions. As a result, industrial unrest might be kindled by
irresponsible or careless management utterances or over-zealous interpretation
of rules.
From the foregoing,
impact of collective bargaining is expected to Have a reciprocal effect
resulting from the collective agreement should normally be added incentives for
the individuals and every Strata of the work group in achieving maximum
efficiency for the Organization. For an organization to be effective, the
objectives of employee and that of organization must not conflict. Once this is
achieved it would not be difficult to put in place whatever measure that could
lead to organizational effectiveness.
A good organization
should have well segmented system of works that allows for direction and
creativity. Checks methods should also be introduced in order to ensure that
performance is in consonance with the organizational Objectives.
This project therefore
examines the effectt of collective bargaining and organizational effectiveness.
1.2
STATEMENT OF PROBLEMS
These problems of effect
of collective bargaining on organization effectiveness are issues that bothered
all actors in the collective bargaining process management union and government
over the years.
This study project trend
the effect of collective bargaining on organizational effectiveness. Arising
from the foregoing are the problems as follows:
·
Management
resentment to union activities
·
Under-utilization
of Technocrats.
·
Union
participation in company’s decision making is either not allowed or very low
·
Labor
turnover within the rank and file of organization due to low morale.
·
Main job attitudes.
1.3
RESEARCH QUESTIONS
To be able to clearly
evaluate the effect of impact of collective bargaining on organizational
effectiveness, the following questions are imperative:
i.
What
are the actions that could be taken in order to incorporate in organizational
policies union participation in
decision making?
ii. In what ways can a change of attitude
by workers union oversee to management control and conflict handling methods?
iii. To what extent have inadequate
provision of equipment, incentiveness and lack of clear objectives enhance
labour turnover?
iv. In What ways can theory which
stipulates that people are last, unambitious, prefer to be directed and avoid responsibility be said to
be true of job attitude of workers?
v. Does the level of technology in development
of new products process material and services make for adequate utilization of
technocratic?
1.4
STATEMENT OF HYPOTHESES
HYPOTHESIS ONE
HO: There
is no significant relationship between impacts of collective bargaining on
organizational effectiveness.
H1:
There is significant
relationship between impact of collective bargaining on organizational
effectiveness .
HYPOTHESIS TWO
Ho: There is no
significant relationship between impact of collective bargaining and
performance appraisal.
H1: There
is significant relationship between impact of collective bargaining and
performance appraisal.
1.5
PURPOSE OF STUDY
The purpose of this study
is to make known that any life Endeavor that is not purposive of achieving good
result is a wasted effort. Hence, this study is great towards examining the
impact of collective bargaining as a process of achieving industrial peace when
considered along the line of it’s needs and penetrations into management extent
of worker participation, industrial discontent, functions of bargainers, power
of bargainers, Values of bargaining and third party involvement.
On the other hand, this
study looks into the organizational effectiveness from the point of view of
it’s set purpose and extent of which the purpose has been achieved. This will
encompass the group of people who make use of organizations resources through
the process of planning, organizing, controlling, co-ordinating and directing
to attain the stated organizational goals.
1.6
RELEVANT OF THE STUDY
The study is relevant because
it will expose the researcher to a wide array of relevant literature. When
view from the point of strategic role played by collective bargaining in
socio-economic life of workers and industrial well-beign.
As a study focuses on
state owned enterprises which rendered essential services to the nation, it’s
effectiveness have severally been querried because it is believed that they
lack order and therefore cannot be effective.
A meaningful analysis of
issues involved in this research will bring about reasonable contribution
towards improving people’s understanding and bringing to their knowledge the
prevailing situation in the state owned enterprises.
1.7
SCOPE AND LIMITATIONS OF STUDY
To be able to make a
meaningful study of the subject matter, the study should cover workers
participation in management, structure and procedure of bargaining, work of
bargainers industrial discontent, Value of bargaining power of bargaining and
joint consultation. Others will include issues that would make for effectiveness
in organizations Viz: structure of the organization, leadership, motivation,
policy of the organization, co-ordination, political interference, stability
of government and state of economy.
Our research must have
identified stratagies levels, we call them power move (which brings reluctant
bargainer to realize that they must negotiate).
Process move ( which a
bargainer use to build receptively where a direct or aggressive approach might
encounter resistance). Appreciate move ( this foster open communication so that
differences in need and views can come to the surface without personal
discord).
1.8
DEFINITION OF TERMS
Collective Bargaining:
This is the process
of arriving or attempting to arrive at a collective agreement.
Unions
Representatives:
Unions officials ( Executives) duly elected to run the affairs of the union.
Collective Agreement: An agreement reached at the end of
collective bargaining show the consensus of both management and union.
Players: Management, union and Government.
Industrial Peace: Cordial Relationship between union
and management.
Conflict: Disagreement or clash about the allocation of
scarce resources, goals, values etc.
Industrial Unions: Unions within organization e.g PENGASSAN
Within the oil industry.
Antipathy: Strong and decided dislike.
Work Group: Two or more people who interact
within and influence each other towards a common purpose.
Segment System: A system segmented along product
market or geographical lines.
Leadership: The process of directing and
influencing the task related activities of group members.
State owned
Enterprises: Establishments
of Government at Federal, State and Local Government Levels to provide
essential services e.g. NEPA, Water Boards. Etc.
Organizational
effectiveness: The
measure of how well organizations do their jobs.
Organizational Goals: Purpose for which organizations are
set up.
Organizational
Resources: Human,
money and materials.
Industrial Discontent: Unhappiness among workers about
unfavorable working conditions.
Joint Consultation: A meeting of management and union at
which staff welfare is discussed.
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